Thesis (M. Tech. (Tourism and Hospitality Management)) -- Central university of Technology, Free State, 2013 / One of the 2011 National Tourism Sector Strategy objectives is to "provide excellent people development and decent work within the tourism sector". The hospitality industry is, however, not regarded as a provider of decent work, a factor that has a direct bearing on the job satisfaction level of employees. It is for this reason that it was decided to investigate the job satisfaction level of employees in selected five-star hotels in the Western Cape Province. The instrument used to gather the quantitative data was a newly developed index based on the literature review conducted. The review was not restricted to the hospitality industry, but included all industries, as the existing knowledge on job satisfaction in the hospitality industry is limited. A pilot study was conducted on one five-star hotel in Bloemfontein, and the empirical study was conducted in February 2012 among 124 employees of four five-star hotels in the Western Cape. The only biographic variable, for which a significant correlation with overall job satisfaction was calculated, was having a hospitality-related qualification. A significant correlation with overall job satisfaction was calculated for 38 of the 74 job satisfaction variables. The 38 job satisfaction variables were distributed among six internal, 18 external and 14 individual job satisfaction variables. The internal job satisfaction dimension predicted 39.97% of overall job satisfaction; the external job satisfaction dimension predicted 66.88%, and the individual job satisfaction dimension predicted 79.82%. In total, 79% of respondents indicated that they were satisfied with their current jobs. Recommendations were made to improve job satisfaction in the selected five-star hotels in the Western Cape.

Submitted in fulfillment of the requirement for the degree of Masters in Technology specialising in Human Resource Management, Department of Human Resource Management, Durban University of Technology, Durban, South Africa, 2015. / The study arose as a result of a merger between the former Technikon Natal and former M.L. Sultan Technikon, culminating in the formation of a new institution in 2002, called the Durban Institute of Technology (now known as the Durban University of Technology). The focus of the study was on the impact of mergers on lower level employee motivation and staff morale at the Durban University of Technology. Furthermore, the study focused on examining the perceptions of lower level employees towards the merger process which included the pre-merger, during and post-merger phases. A mixed methods research design was used in this study. The quantitative sample was n=50. In addition, six in-depth interviews were conducted for the qualitative part of the study. This study concluded that the merger had a negative impact on the perceptions of lower level employees regarding the merger process in the post-merger phase. The results indicated that staff morale of lower level employees was low post-merger. Some lower level employees proved to be less satisfied than others who adopted the new changes as a result of the merger. Interestingly, the results indicated a high level of motivation amongst lower level employees post-merger. Minimal communication originated from top management to lower level employees. It was recommended, amongst other suggestions that communication and training should be strengthened amongst lower level employees, supervisors and management in higher education institutions. Whilst lower level employees may have low skills and education, an attempt should be made to involve lower level employees early on and throughout higher education mergers.

This study utilizes a national survey to measure the job satisfaction of juvenile facility directors. The prior literature has focused on the experiences of line personnel within the adult correctional system, and this research serves to provide new information regarding this specific population. The current study will address the predictors and correlates of a director's job satisfaction. It is hypothesized that specific characteristics within the organization will predict job satisfaction. Issues regarding staff within an institution and their effect on a director's job satisfaction are the focus. Results indicate that staff issues significantly contribute to the job satisfaction of a director. Specifically, this research can be used to understand facility director retention, staff and juvenile related issues, and the effect of job satisfaction on criminal justice policy issues.

published_or_final_version / Public Administration / Master / Master of Public Administration

This study was interested in female bank employees’ perceptions of work life balance at a banking institution in the Durban region. The Job Demands-Resources (JD-R) Model was used as a theoretical framework to consider the demands that these women encounter as well as the support systems that they utilise to help facilitate work-life balance (WLB). Importantly, as a theoretical framework, the JD-R was used to bring to light employee experiences of their WLB in relation to their work demands and the resources that are available to them. A qualitative research design was used. Semi-structured interviews on a purposive sample of eight research participants were conducted within the sales and credit division at a large banking institution in the Durban region. Theory-led thematic analysis was used to analyse the interview transcripts. The findings of the study indicated that these women relied heavily upon domestic helpers in terms of household duties, extended family and their spouses in terms of childcare duties and needs. These employees felt that work dominates their lives more due to the core demands of meeting targets within the sales and credit divisions. These employees perceived that the bank as a whole was not supportive of WLB as they claimed to be and wanted to be involved with the HR Department in the formation of work-life balance policies. This research study offers insight into the needs of female bank employees and suggests the way forward for organisations to appropriately prioritise WLB as a quality strategy in an attempt to retain talented women in their sales and credit divisions. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2013.

Relatively little is known about Canadian casino employees. The present study is a broad-based investigation intended to shed some light on this population. There were several specific areas of investigation. These included job satisfaction, substance use and abuse, gambling behaviour, gambling attitudes and beliefs, and problem gambling status. Because of this high-risk group’s excessive exposure to gambling, casino employees’ gambling behaviour may be indicative of the general adult population’s future gambling behaviour. Although there is some prior evidence of higher rates of problem gambling in this population, the causal direction of this relationship is not well established. That is, does working in a casino place employees at a higher risk for problem gambling, or does the industry actually attract problem gamblers? The present study investigated the characteristics of 123 Canadian casino employees from two Alberta casinos. The study aimed to establish the actual impact of casino employment on substance use and gambling behaviour by means of a follow-up questionnaire that was distributed six months after the baseline questionnaire was collected. The results of the follow-up questionnaire tentatively suggest that problem gamblers are attracted to the casino industry, rather than the casino industry placing its employees at a higher risk for problem gambling. The study also found that Northern Albertan casino employees have higher rates of smoking, alcohol use, illicit drug use, medication use, gambling, and problem gambling than the general Albertan workforce. / viii, 140 leaves ; 29 cm. --

This study examined the impact that personal transition issues have on the work performance and satisfaction of new professionals in housing and residence life positions. Current first-year professionals in these positions were surveyed and interviewed using materials created for this research.New professionals felt that their personal transition has a significant impact on their overall satisfaction and performance in the work environment. They also expressed a desire for institutions to be more aware of these issues and more intentional in assisting with them. The survey population identified a number of correlations between personal transition issues, work performance, and work satisfaction. They offered examples of ways their institutions helped them in their transition, as well as suggestions for additional steps that can and should be taken. / Department of Educational Leadership

Thesis (MTech (Tourism and Hospitality Management))--Cape Peninsula University of Technology, 2017. / The hotel sector has been identified as experiencing the largest numbers of employees leaving their jobs within a short period of employment when compared to other sectors of the economy. The large number of employees leaving hotels within a short period of employment is perceived as detrimental towards business’ success. This research is about testing the strength of the relationship between employee retention variables and employee retention in hotels in Cape Town, South Africa. The researcher firstly consulted literature (secondary data) in order to understand the hotel employee retention phenomenon. From the literature findings, the objectives of this research were formulated. The research objectives were built based on the literature findings in order to assess the strength of relationships between employees’ perceptions of employee development, employee compensation, work engagement, good working relationship between line managers and subordinates, long working hours on the one hand; and employee retention in the hotel sector on the other hand. As the research aimed at testing relationships between variables, a quantitative research method was deemed the appropriate approach. Structured questionnaire surveys, using non-probability sampling, were applied in the form of a convenience approach. Hotels willing to participate in the study were selected, as Cape Town has a large population of hotels. Data for this study was collected over a period of ten months. A bivariate analysis was applied in this research in the form of correlation and Chi-square tests, after descriptive statistics were done. Reliability tests also measured the level of internal relatedness of the variables used to explain employee retention and related constructs. The variables and constructs used in this study were tested for relationships. The major results showed that there are highly significant relationships between employee retention, on the one hand, and employee compensation, employee development, working relationship, work engagement, and working hours, on the other hand.

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2017. / The primary objective of the current study was to conduct a survey on the job satisfaction of line managers in the City of Windhoek (CoW) Municipality. The identifying of such variables could empower the CoW Municipality to develop programmes and policies that are designed to improve their job satisfaction levels. The literature review confirmed the impact of motivation on the job satisfaction of employees, and, in turn, its impact on employee productivity, and, ultimately, on organisational performance. The level of job satisfaction experienced by an individual describes how content he or she is with his or her job. The purpose of this study was to measure the job satisfaction facets (supervision, relationship with co-workers, present pay notch, nature of work, and opportunities for promotion) among line managers in the CoW, and how such facets affected their overall job satisfaction. The non-probability sampling technique was adopted to collect data from 102 respondents from nine different departments by means of a structured questionnaire, resulting in a response rate of (N = 76), 75%. The study was, however, limited to the line managers in the CoW Municipality. Following on which the Cronbach’s alpha coefficient was used to determine the internal consistency or average correlation of items in the survey instrument. The Spearman’s rank correlation coefficient (Spearman’s rho) analysis was used to analyse the data with the aid of the Statistical Package for the Social Sciences (SPSS), version 16. In addition, the independent-samples t-test and the analysis of variance (ANOVA) were employed to empirically test the relationships between the employees’ job satisfaction and their gender and age. The findings showed a significant linear relationship between the existing levels of job satisfaction and job performance. Furthermore, the findings suggested that the employees were significantly satisfied with certain aspects of their jobs (the nature of the work, and their salary, supervision and co-workers), but not with the one aspect of their job (opportunity for promotion). They were, however, significantly satisfied with their jobs in general, with there being no significant difference between the male and female employees’ levels of job satisfaction. The analysis showed that promotion has a modest and positive effect on job satisfaction. The study concluded that the line managers were, in general, satisfied with their jobs. Thus, the results cannot be generalised to other departments and Local Authorities. The study needs to be replicated in other departments and Local Authorities, using the same method.

Submitted in Fulfillment of the Requirements for the Degree of Master of Management Sciences: Human Resources Management, Durban University of Technology, Durban, South Africa, 2017. / The purpose of this study was to investigate the impact of job satisfaction on organizational effectiveness at Buffalo City College in the Eastern Cape. When job satisfaction levels are low, the organizations efforts to attain organizational effectiveness may be compromised. For any organisation to be effective, it should have satisfied and committed workers. The levels of employee performance may be increased by job satisfaction in an organisation including the further education and training sector. The individual commitment of employees in the workplace may be stimulated by job satisfaction. This means that the satisfaction of employees is necessary for the development of any establishment. A quantitative methodological style was used for the collection of data in this study. The target population consisted of 100 lecturers at Buffalo City College. The personal method of administering the questionnaire was used and a 75% response rate was obtained. The Statistical Program for Social Sciences (SPSS) version 24.0 was used for statistical examination. Significant findings emerged from the empirical analysis and results. Some respondents experienced job satisfaction while others experienced dissatisfaction with growth opportunities, pay, working conditions and recognition. The recommendations highlighted that top management should consider improving the working conditions of employees and opening up opportunities for individual advancement of the workers. Further, it was recommended that top management of Buffalo City College should pay a fair salary to the lecturers and involve them in decision making particularly on those things that have a direct impact on them. The study concludes by providing directions for future research. / M